http://socialimplications.com/5-things-to-keep-off-social-networking-profiles-if-youll-ever-be-job-hunting-again/

5 Things to Keep Off Social Networking Profiles (If You'll Ever be Job Hunting Again)

By Jennifer Mattern on July 9, 2010

0

Do you know who's in your social network? - Credit: BigStockPhoto.com

There are a lot of people out there in the job market looking for work right now. And HR representatives have long since started looking to social networking profiles to learn more about job applicants. Can you blame them? With so many people available and applying for jobs, why wouldn't they want to know as much as possible about applicants' personalities before hiring someone?

Then again, a lot of folks aren't all that cautious about what makes it to those public profiles. They don't really think about anyone but their friends and existing networks looking at the information they post. So they post stupid things without thinking - things that could cost them their dream job. Already have a job? You're not off the hook. You might find yourself back on the job market if you aren't careful about what you post online.

Today let's take a look at five things that probably shouldn't be posted to your social networking profiles if there's any chance at all you'll be job hunting in the future. Don't just assume you can delete things later. Remember, once something's on the Internet it's almost always cached somewhere or reposted by someone else. Anyway, let's get to it!

1. 

   Credit: BigStockPhoto.com 

   Obscene or provocative photos - Unless you want to work as a model (or maybe in a strip club) no one needs to see provocative photos of you on social networks. Not only does this include scantily clad photos, but drunken photos are an even bigger no-no.
2. Criticism of your current or past employers - If you bitch incessantly about your boss or a previous job, no one's going to want to hire you. They'll just be wondering what nasty little tid bits you'll be sharing about them if things don't work out. That's not to say you should never say something, especially if you feel something was ethically wrong and you don't plan to work with that company or ones like them again anyway. Just exercise some judgment on that.
3. Confidential information - If you learned something and there's a reasonable expectation of privacy, don't share it. That goes for both personal things and sharing confidential information about your past employers. If you come across as a constant blabbermouth, you're telling prospective employers that you can't be trusted.
4. Personal details - It's not uncommon for social networking profiles to ask you to share anything from your body type to your sexual orientation. While no one should be discriminated against for these things, ask yourself if that's one of the first things you'd want a prospective employer to know about you even before talking to you personally. If not, leave it out.
5. 

   Credit: BigStockPhoto.com

   Controversial viewpoints -

   You might be passionate in your religious or political views. But rest assured not everyone will share them, and if you want to succeed in your job search you'll have to deal with people from all walks of life. Keep it to yourself, or at least amongst your real friends.

Already posted some of these things, or you don't plan on stopping? There are other ways around the issue. These tips can help you keep your private information private and out of the hands of Human Resources personnel.

1. Set your social network profile to private or friends-only.
2. Don't post photos or controversial remarks in comments on others' public profiles.
3. Only "friend" people you actually know so you don't accidentally give an HR person access to your page.
4. Set up a LinkedIn profile so there is a professional public social networking profile they can view.
5. Similarly, consider setting up your own website or blog where you can build some attention in your niche or industry, share your resume, etc.

The most important thing when it comes to social networks affecting your job (or job search) is having the forethought to know that people can and will find them. Never make the assumption that something you post is private. Make sure it is.

Have your social network profiles cost you a job? Why? Does your company use social media profiles in recruitment efforts? In what ways? Leave a comment and tell us about it.

http://online.wsj.com/article/SB10001424052748703615104575328641186507512.html

By SARAH E. NEEDLEMAN

Daphne Batts sometimes wonders if practical jokers with hidden cameras are spying on her as she interviews people for jobs at Bankrate Inc., an online publisher of financial information in North Palm Beach, Fla.

That's because job candidates-including experienced professionals-behave so inappropriately that Ms. Batts, vice president of human resources, suspects she's the target of a prank.

"I find myself peering out my blinds to see if Ashton Kutcher is on my office balcony with a camera crew," she says, referring to the host of the former MTV show "Punk'd," which featured pranks being played on celebrities.

Of course, there's nothing funny about a bad job interview, especially for the long-term unemployed. Yet hiring managers say many job hunters don't take their search efforts seriously enough and make the kind of mistakes that they should know better to avoid. In fact, many say they are frequently amazed by some of the colossal blunders they witness at a time when there are five job seekers for every job opening, according to the Labor Department.

Here's a look at eight bone-headed moves job hunters commonly make.

Columbia Pictures/courtesy Everett Collection

Bringing a child-or any relative-into the job hunting process is a major faux pas. Here, Will Ferrell's character brings his step brother to an interview in the movie Step Brothers.

1. Entitlement syndrome.

At the conclusion of a job interview last year, a candidate for an administrative position at PopCap Games Inc. in Seattle asked human-resources executive Pamela J. Sampel if she could take him out to lunch on the company's dime. "He said he was a poor student and that I could just write it off," says Ms. Sampel, adding that for a moment she thought he was joking but his demeanor indicated otherwise. "I was so startled I almost started laughing."

Also last year, Ms. Sampel says she received an unsolicited résumé full of grammatical and spelling errors with a note asking her to have someone on the company's staff correct them. "I'm sure you have people there that could fix them before they put it into your online database on my behalf," the applicant wrote, according to Ms. Sampel.

2. Behaving rudely.

Earlier this year, a candidate for an administrative position at BankRate showed up to an interview with a preschooler in tow. "She didn't try to make any excuses or apologies, such as her babysitter backed out," says Ms. Batts, who conducted the meeting anyway, but didn't extend the candidate a job offer.

Similarly, a recent candidate for an entry-level outsourcing job at Accenture Ltd. unwrapped a sandwich during an interview and asked the hiring manager if he could eat it since it was lunchtime, says John Campagnino, senior director of recruitment for the global consulting company.

Job hunters have also acted rudely by showing up more than an hour early for interviews, interrupting interviewers in mid-sentence and refusing to fill out a job application, referring hiring managers to their résumés instead, say hiring managers and recruiters.

3. Acting arrogantly.

Recruiter Peter Polachi recently met with a candidate for an executive-level marketing job at a midsize technology firm. In the middle of the meeting, Mr. Polachi says he suddenly heard Madonna singing-it was the ring tone for the candidate's cell phone and the person took the call, which lasted about a minute.

Mr. Polachi, co-founder of Polachi Access Executive Search in Framingham, Mass., says the incident, plus the fact that the candidate was employed and arrived late to the meeting without apologizing, signaled that the executive considered himself a shoo-in for the job or just wasn't interested. Either way, "to accept the call and have a conversation is over the top," says Mr. Polachi.

Dumb and Dumber Résumé Blunders

Faking job history

Recently, a job hunter handed Liz Crawford, a hiring producer for Factory VFX Inc., a résumé that listed RotoFactory as a previous place of employment. When Ms. Crawford exclaimed that RotoFactory is a partner of Factory VFX, the candidate quickly presented her with another résumé listing different former employers. This candidate then proceeded to explain that the first document was actually a "wish résumé," which contained employers she'd like to work for, says Ms. Crawford.

Résumé misdirection

Job hunters who rely on services to distribute their résumés to scores of hiring managers may be surprised whose hands those documents end up in. Among the recipients are journalists who write about employment and headhunters who recruit in unrelated fields.

"Deep ending" on spell-check

Despite the wonders of modern technology, computer writing programs like Microsoft Word can't always distinguish between words that sound the same but have different meanings. Given the competitive employment landscape, hiring managers urge job hunters to take the time to proofread their résumés for those not-so-obvious misspellings.

Other candidates show arrogance by demanding to bypass human resources, inquiring about salary and job benefits at the start of an interview and insulting former employers, say hiring managers.

4. Lies, lies, lies.

Six months ago, a candidate for an editing position at Factory VFX Inc. told hiring producer Liz Crawford that he came recommended by an artist on staff at the Santa Rosa, Calif., visual-effects company. After the interview, Ms. Crawford says she called the artist so the applicant could say hello to his supposed associate. That's when it became crystal clear that the two men didn't know each other. "He admitted he had fibbed and walked out of the room," says Ms. Crawford.

Job hunters also commonly lie by taking credit for work they didn't do, inflating their salaries and saying they don't smoke when seeking positions at companies with no-smoking policies.

5. Dressing down.

Last summer, Amy Demas says she was uncomfortable and distracted while interviewing a copywriter candidate for the small Los Angeles ad agency she co-founded in 2008, Standard Time LLC. "She was wearing a t-shirt three sizes too small with bright red letters across her chest," recalls Ms. Demas. "I couldn't help but pay more attention to her breasts than her résumé."

While it might be acceptable to skip a suit and tie in some office environments, it's never appropriate to wear jeans, cleavage-revealing tops, flip-flops or skin-tight pants-all interview fashion don'ts hiring managers say they've seen.

"You should also take out all your funky piercings and hide your tattoos," says career coach Cynthia Shapiro, who is also a former human-resources executive. "Even if you wear a business suit, if you have a piercing through your lip" it doesn't look good.

6. Oversharing.

After learning that a position involved a great deal of travel, a candidate for a senior sales job at a midsize manufacturer told the interviewer he was worried about how his saltwater fish would get fed while he was away. The worst part of the exchange? "He wasn't kidding," says Russ Riendeau, an executive recruiter who set up the interview and confirmed the account with the job hunter. "He was trying to say that it was his only concern." The man, who had been unemployed for four months at the time, wasn't extended an offer for the position, adds Mr. Riendeau, a senior partner with East Wing Search Group in Barrington, Ill.

Other things employers say that job hunters reveal-but shouldn't -include comments about their health problems, details about their love lives and tales of their financial hardships.

7. Saying thanks with gifts.

A finalist for a head of business development job at a well-known Internet company recently sent a pricey fruit bowl from Tiffany & Co. to a hiring manager following a third interview. The candidate was instantly knocked out of the running. "That was a real big faux pas," says Erika Weinstein, president of Stephen-Bradford Search in New York, and the recruiter who introduced the candidate to the employer. "It's trying to buy yourself a job. It's brown-nosing."

A thank-you note is really the only appropriate way to show appreciation. But even so, hiring managers say they've received everything from pricey tickets to sporting events to bottles of alcohol-all big no-no's.

8. Sporting a mom-and-dad complex.

In the past two months, Accenture's Mr. Campagnino says he has received two emails from parents of applicants asking why the company hasn't extended their adult children job interviews. "There's a significant lack of judgment when you have your parents intercede with a potential employer," he says. "We expect individuals to be able to represent themselves and sell themselves."

Hiring managers say they've also seen moms and dads accompany their offspring to job interviews and try to intervene in salary negotiations.

Write to Sarah E. Needleman at sarah.needleman@wsj.com

What is e-Verify?

FurstStaffing will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization.

IMPORTANT:  If the Government cannot confirm that an individual is authorized to work, FurstStaffing is required to provide you written instructions and an opportunity to contact SSA and/or DHS before taking adverse action against the individual, including terminating employment.

Employers may not use E-Verify to pre-screen job applicants or to re-verify current employees and may not limit or influence the choice of documents presented for use on the Form I-9.

In order to determine whether Form I-9 documentation is valid, FurstStaffing uses E-Verify's photo screening tool to match the photograph appearing on some permanent resident and employment authorization cards with the official U.S. Citizenship and Immigrations Services' (USCIS) photograph.

E-Verify Notice (English - Spanish) 

E-Verify Right to Work Notice (English - Spanish)

It's tough being the new hire in a workplace that's been hit by layoffs and budget cutbacks in the past few years. Although a number of companies are starting to rebuild their staff, employees are likely to feel insecure about their jobs well into economic recovery, say experts. And new staffers might find existing employees wary of newcomers and resentful of the extra workload they've had to take on during the downturn. That can make it difficult for new employees to fit in and be productive. But if you've landed the job of your dreams at a demoralized workplace, you can find a way to fit in without being brought down yourself.

• Keep a level head. Anxiety is an emotion that's easily picked up from others, says Paul Baard, a professor at Fordham University and a workplace psychologist. He says it's important to work to keep yourself from feeling the same anxiety current employees have been feeling.

Getty Images

Working in a demoralized office can be tough for new employees.

He recommends new hires "keep putting ideas out there," keep moving forward. "The less dependent [you are], the less vulnerable [you will] be to going into an atmosphere that is anxious," Dr. Baard says. Don't get caught up in looking back at the bad times that have plagued the past year or two.

• Stay neutral. A demoralized workplace can be factionalized so it's critical not to take sides, says Margaret Morford, president of HR Edge Inc., a management and training consultancy in Brentwood, Tenn. "Stay out of the conflicts. If a co-worker needs to vent, tell them that you prefer not to hear anything negative about other employees since you have to work with them," she says. "Whatever you do, don't join in on the negative talk."

• Take initiative. Your new coworkers may feel resentful and overworked from trying to fill gaps in staffing. Offer to lend a hand early on in order to demonstrate that you're there to help make the job easier. But don't be surprised if you're first met with suspicion in your attempts, experts say. To workplace survivors, "everybody is a competitor," says Dr. Baard.

The key, he says, is to engage your new colleagues often and establish ongoing collaboration on projects or department initiatives. If you're particularly concerned about being seen as a threat, invite your coworkers to lunch-but do it one-on-one says Ms. Morford. "As a group, they are used to relating in a way that doesn't include you," she says. "Groups may also bring tension with them to lunch."

• Find a lifeline. If you're having trouble connecting, find somebody-a mentor or senior colleague-who can help you navigate the workplace and break the ice for you. It can even be somebody outside of your department. Look for a mentor who doesn't speak ill of other employees or the organization and who has a track record of working to mediate conflicts.

• Stay positive. Do your best to stay positive about your new role and the new office. Experts say it can take up to four months to truly get a picture of a new workplace and the underlying social dynamics. And as established staffers recognize that new hires often signal a positive turn for their company, their attitudes are likely to change, too.

Write to Dennis Nishi at cjeditor@dowjones.com

http://online.wsj.com/article/SB10001424052748704324304575306581913971588.html?mod=WSJ_Careers_CareerJournal_2

Bachelor's Degree Holders Enjoy Many Benefits

Choosing to invest your time and money in earning a college degree is a solid investment in your future-choosing to earn a Bachelor's degree is even more solid.  In today's competitive job market, 95.3% of Bachelor's degree holders are employed.  They earn, on average, $14,000 more each year than someone with an Associate's degree.

In many industries, Bachelor's degree holders are afforded greater mobility and more opportunity to advance in their careers.  Earning a college degree is the first step in helping you obtain a successful career-earning a Bachelor's degree will help solidify your success throughout your career.

Rasmussen College Flyer

Rasmussen College:  Rockford Campus - 6000 East State Street - Rockford, IL 61108 - 815.316.4800 - www.rasmussen.edu

http://www.state.il.us/agency/idol/Facts/mw.htm

I have a challenging time when at the grocery store or market selecting produce.  How do you know what is good and what needs a bit more time to ripen?  Here is some information from a recent article in Women's Health Magazine.

The Rainbow Connection

A wide selection of color shouldn't be only in your closet.  Fill you plate with a vibrant array of produce to keep your brain and body at their peak. 

Crack the Color Code.  Here's what each hue brings you.  Green:  These foods contain cancer-protecting phytochemicals, like isothiocyanates.  They also have lutein and zeaxanthin, two antioxidants that may reduce the risk of macular degeneration, a leading cause of blindness.  Yellow:  Sun-color produce is full of vitamin C, which helps heal wounds and also blocks some skin damage caused by free radicals.  Orange:  These have beta-carotene, which may help boost immune function and protect against free-radical damage.  Nutrients in citrus fruits also improve oral health.  Red:  Produce in this hue has lycopene, a noted cancer fighter, and ellagic acid, which may help reduce DNA damage.  "Flavonoids - found mostly in berries and cherries - boost antioxidant defense, protect individual cells from free-radical damage, and fight heart disease, and may help maintain cognitive function and put the brakes on aging." (David Grotto).  White:  Onions, shallots, and garlic contain allicin and quercetin, both of which have been associated with reduced heart disease risk and increased immune funtion.  Cauliflower contains cancer fighting sulforaphane.

The most flavorful and nutritious produce isn't always the prettiest in the store.  We asked Aliza Green, author of Field Guide to Produce, which fruits and veggies are the toughest to pick, and how to find the best of the bunch.

Artichokes:  Peak is March to May.  Seek out deep-green, heavy artichokes with tightly closed leaves that squeak when pinched.  Storage:  In the fridge, in a plastic bag, up to five days.

Asparagus:  Peak is February to June.  Buy vibrant green spears with tight, purple-tinged buds.  Thin spears are sweet and tender.  Storage:  Trim the woody ends.  Stand the spears in a bit of water in a tall container; cover tops with a plastic bag.  Cook within a few days.

Avocados:  Peak is year-round.  Find firm ones with no sunken, mushy spots, and a waxy rather than shiny appearance.  Shake it - a rattle means the pit has pulled away from the flesh.  Not good.  Storage:  To ripen, place in a paper bag and store at room temp for two to four days.  Ripe ones can go in the fridge for up to a week. 

Broccoli:  Peak is October to April.  Look for rigid stems with tight floret clusters that are deep green or tinged purple.  Pass on any with yellowing heads - they're too bitter.  Storage:  Refrigerate in a plastic bag for up to one week.

Green Beans:  Peak is May to October.  Good beans have vibrant, smooth surfaces.  The best are thin, young, and velvety and will snap when you bend them gently.  Storage:  Refrigerate unwashed in an unsealed bag for up to one week. 

Kiwis:  Peak is year-round.  A ripe kiwi will be slightly yielding to the touch.  Avoid mushy or wrinkled ones with an "off" smell.  Storage:  Let kiwis ripen at room temperature.  To speed up the process, place them in a paper bag with an apple or a ripe banana.  Once ripe, refrigerate kiwis ina  plastic bag for up to a week.

Romaine Lettuce:  Peak is year-round.  Look for crisp leaves that are free of browning edges and rust spots.  Storage:  Refrigerate for five to seven days in a plastic bag.

Blueberries:  Peak is May to October.  You want plump, uniform, indigo berries with taut skin, covered with a dull white frost.  Storage:  Transfer them unwashed to an airtight container and refrigerate for five to seven days.

Grapes:  Peak is May to October.  Find plump, wrinkle-free grapes that are firmly attached to stems.  A silvery white powder ("bloom") means they'll stay fresher longer.  Storage:  Keep unwashed in a shallow bowl in the refrigerator for up to one week.

Bell Peppers:  Peak is year-round. These should have lots of heft for their size, and brightly colored, wrinkle-free exteriors.  The stems should be a vivid green.  Storage:  Refrigerate in a crisper for up to two weeks.

Strawberries:  Peak is April to September.  Seek out unblemished berries that have a bright red color extending to the stem and a strong fruity smell.  The best are neither hard nor mushy.  Storage:  Place unwashed berries in a single layer on a paper towel in a covered container.

Tomatoes:  Peak is June to September.  Go for heavy ones with rich color and no wrinkles, cracks, bruises, or soft spots.  The best tomatoes aren't rock hard and have some give.  Storage:  Never in a fridge; cold destroys flavor and texture.  Keep them on a countertop but out of the direct sunlight for up to a week.

Watermelons:  Peak is June to August.  Pick it up; you want a dense melon free of cuts and sunken areas.  The rind should be dull, with a creamy yellow underside.  A slap produces a hallow thump.  If buying a cut watermelon, check that the flesh is not dried out and pale.  Storage:  Keep whole in the fridge for up to a week to prevent flesh from drying out and turning fibrous. 

Peaches:  Peak is May to October.  Good peaches have a fruity aroma and a yellow or warm cream background color, without green shoulders.  They're ready when they yield to gentle pressure on the seams, but skip if mushy.  Storage:  Leave unripe ones out at room temperature.  Ripe ones can go in the refrigerator, but eat within two to three days.

Pears:  Peak is August to March.  You want a pleasant fragrance and a little softness at the stem end.  Some brown discoloration is fine.  Storage:  If not yet ready to eat, ripen at room temperature in a loosely closed paper bag.

Pineapples:  Peak is March to July.  Look for vibrant green leaves, a bit of softness to the fruit, and a sweet fragrance at the stem end.  Avoid ones that feel spongy.  Storage:  If it's unripe, keep it at room temp for three or four days until it softens and gives off a pineapple aroma.   Refrigerate for up to five days.

Button Mushrooms:  Peak is September to March.  Find tightly closed, firm caps that aren't slimy or riddled with dark soft spots.  Are the caps open with visible grills?  Eat them soon.  Storage:  Spread on a flat surface, cover with a damp paper towel, and refrigerate for up to five days.

Article is The Rainbow Connection, by Matt Kadey, R.D., from Women's Health Magazine. 

Daylight Saving Time Extended by Four Weeks in U.S. Starting in 2007

By Matt Rosenberg, About.com Guide

Whether "Spring forward" or "Fall back," we change our clocks one hour ahead or behind twice each year, thanks to Daylight Saving Time.

On Sunday, March 14, 2010 at 2 a.m., Daylight Saving Time begins in the United States.

Every Spring we move our clocks one hour ahead and "lose" an hour during the night and each Fall we move our clocks back one hour and "gain" an extra hour. But Daylight Saving Time (and not Daylight Savings Time with an "s") wasn't just created to confuse our schedules.

The phrase "Spring forward, Fall back" helps people remember how Daylight Saving Time affects their clocks. At 2 a.m. on the second Sunday in March, we set our clocks forward one hour ahead of Standard Time ("Spring forward"). We "Fall back" at 2 a.m. on the first Sunday in November by setting our clock back one hour and thus returning to Standard Time.

The change to Daylight Saving Time allows us to use less energy in lighting our homes by taking advantage of the longer and later daylight hours. During the eight-month period of Daylight Saving Time, the names of time in each of the time zones in the U.S. (map) change as well. Eastern Standard Time (EST) becomes Eastern Daylight Time, Central Standard Time (CST) becomes Central Daylight Time (CDT), Mountain Standard Time (MST) becomes Mountain Daylight Time (MDT), Pacific Standard Time becomes Pacific Daylight Time (PDT), and so forth.

Daylight Saving Time was instituted in the United States during World War I in order to save energy for war production by taking advantage of the later hours of daylight between April and October. During World War II the federal government again required the states to observe the time change. Between the wars and after World War II, states and communities chose whether or not to observe Daylight Saving Time. In 1966, Congress passed the Uniform Time Act, which standardized the length of Daylight Saving Time.

Daylight Saving Time is four weeks longer since 2007 due to the passage of the Energy Policy Act in 2005. The Act extended Daylight Saving Time by four weeks from the second Sunday of March to the first Sunday of November, with the hope that it would save 10,000 barrels of oil each day through reduced use of power by businesses during daylight hours. Unfortunately, it is exceedingly difficult to determine energy savings from Daylight Saving Time and based on a variety of factors, it is possible that little or no energy is saved by Daylight Saving Time.

Arizona (except some Indian Reservations), Hawaii, Puerto Rico, the U.S. Virgin Islands, and American Samoa have chosen not to observe Daylight Saving Time. This choice does make sense for the areas closer to the equator because the days are more consistent in length throughout the year.

Daylight Saving Time Around the World

Other parts of the world observe Daylight Saving Time as well. While European nations have been taking advantage of the time change for decades, in 1996 the European Union (EU) standardized a EU-wide European Summer Time. This EU version of Daylight Saving Time runs from the last Sunday in March through the last Sunday in October.

In the southern hemisphere, where Summer comes in December, Daylight Saving Time is observed from October to March. Equatorial and tropical countries (lower latitudes) don't observe Daylight Saving Time since the daylight hours are similar during every season; so there's no advantage to moving clocks forward during the Summer.

Kyrgyzstan is the only country that observes year-round Daylight Saving Time. The country has been doing so since 2005.

U.S. Daylight Saving Time

 http://geography.about.com/cs/daylightsavings/a/dst.htm

What can you do to keep your resume out of the "Black Hole"?

1. Apply only to those jobs where you possess 85% or more of the requirements

2. Customize each resume to include every key word that is mentioned in the job description

3. Develop a headline that provides a "wow factor", uniquely defining your area of expertise

4. Create 3 or 4 key sentences at the top of your resume to highlight your Unique Value Proposition (UVP)

5. Focus on promotions, results and direct contributions, not responsibilities and tasks

The second question, and the one rarely considered, is: what can you do to ease the pain of the HR professional?

1. Focus on securing an introduction to the company through a mutual colleague; contact the hiring manager and/or HR professional to leverage the contact and get yourself on the radar screen

2. Clearly indicate how your skills match up with the job requirements - don't make them search for your relevant skills

3. If you are unable to secure an introduction, call the HR professional and/or hiring manager 2 days after sending your resume, to ensure it was received; during this call, acknowledge that you are aware of the volume of resumes they have received, and request "5 minutes to provide 3 factors" that will demonstrate your fit for the position

4. Send a thank you/follow up card by mail to the HR and/or hiring manager reminding them of the "3 factors"

5. Develop a campaign to follow up with the HR and/or hiring manager on a weekly basis

Posted by oceanflash08 

Click here for the rest of the blog

Guest Contributor:Ken C. Schmitt
Turning Point Executive Search